SABPP_newsletter_August_2015

HR VOICE . AUGUST 2015
HR VOICEAUGUST 2015 . ISSN 2304-8573
SABPP IS NOW REGISTERED AS AN NPO 117218
THE OFFICIAL COMMUNICATION FOR ALL HR PROFESSIONALS
SUMMIT BROCHURE
WOMEN’S MONTH
5th Annual SABPP
WomEn’s Report
HR VOICE
RATE CARD 2015
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INSIDECONTACT US
LEARNING & QUALITY ASSURANCE
Naren Vassan
naren@sabpp.co.za
RESEARCH Penny Abbott
penny@sabpp.co.za
HR AUDIT UNIT Christine Botha
hraudit@sabpp.co.za
MARKETING & STAKEHOLDER
RELATIONS Siphiwe Mashoene
siphiwe@sabpp.co.za
PROFESSIONAL SERVICES
Chief Operating Officer, Xolani Mawande
xolani@sabpp.co.za
PROFESSIONAL REGISTRATIONS
Zanele Ndiweni
registrations@sabpp.co.za
or Tebogo Mahesu
professional@sabpp.co.za
PROJECT MANAGEMENT & EVENTS
Siphiwe Mashoene
events@sabpp.co.za
SOCIAL MEDIA Jaco du Plessis
jaco@sabpp.co.za
ADDRESS 1st Floor, Rossouws Attorneys
Building, 8 Sherborne Rd, Parktown, PO Box
2450, Houghton, 2041, South Africa.
T: 011 045 5400 / F: 011 482 4830
www.sabpp.co.za
DESIGN Landman Creative
T: 079 508 9244
www.landmancreative.co.za
ADVERTISING HR Consultants and providers
who want to advertise their products and
services in the HR Voice, should please
contact Siphiwe Mashoene from SABPP.
T: 011 045 5413
siphiwe@sabpp.co.za
EDITORIAL SUBMISSIONS Please send
editorial submissions to Siphiwe Mashoene.
siphiwe@sabpp.co.za
CONTRIBUTORS
Marius Meyer, Conrad Brand, Derisha Pillay,
Nasreen Dawood, Elsabe Bell
BOARD DESK PAGE 3
• 3rd Annual HR Standards Roll-out celebrates year 3 of National HR
Standards Journey
• Staff profile
FEATURED PAGE 6
• Ethical Remuneration for Women
PROFESSIONAL SERVICES PAGE 7
• Subscription to corporate governance framework (CGF) materials
through SABPP membership
• Member Benefits
• Human Resources managers as custodians of the King III code
HRRI PAGE 10
• Building the Agile Organisation
• Information snippets
LEARNING AND QUALITY ASSURANCE PAGE 13
• Partnership with PSeta on designing Assessment Tool
• 10 eLearning Design and Development Mistakes
• Congratulations to our newly registered moderators and assessor
• Congratulations to the training providers now accredited
EVENTS PAGE 16
INDUSTRY NEWS PAGE 18
• Accepting the Changing Face of HRM for Good
STUDENT CHAPTERS PAGE 20
• Walter Sisulu University Student Chapter does it again!
INSIDE .

BOARD DESK
BOARD DESK .
3rd Annual
HR Standards
Roll-out
celebrates year
3 of National
HR Standards
Journey
17 september 2015
On behalf of the SABPP Board Exco, it gives me great pleasure
to reflect on the highlights of the month of July, and then to
look ahead over the next two months. The month of July was
an excellent month with several key events and milestones
reached. Highlights were as follows:
Building on the above key successes, the Exco of the Board,
management and staff of SABPP will shift attention in the
next quarter on taking the National HR Standards into its third
year. Over the past three years, South Africa has become a
world-leader in the development, implementation and auditing
of National HR Standards. The HR Standards journey started
in 2013 with the development of the world’s first National
HR Management System with 13 standard elements, namely
Strategic HR Management, Talent Management, HR Risk
Management, Workforce Planning, Learning and Development,
Performance Management, Reward and Recognition, Employee
Wellness, Employment Relations Management, HR Service
Delivery, HR Technology and HR Measurement.
The purpose of the HR Standards initiative, driven by SABPP
in association with HR Future magazine, was to reduce
inconsistencies in HR practice and to provide a common and
standardised frameworkforsoundHRpractice.TheHRStandards
project enabled the HR profession to improve its credibility,
status and impact in the workplace. In 2014, an additional 19
HR Professional Practice Standards were created to support
the HR Management System, with clear professional practices
being implemented by HR professionals in the workplace.
These Professional Practice Standards range from absenteeism
management and succession planning to career development.
In addition, 2014 saw the setting up of a National HR Audit Unit
responsible for conducting HR Audits against the National HR
Standards. Several companies have already been audited and the
Boards of those companies audited now have full confidence in the
quality of HR practice as verified by independent external auditors.
• Visitstoseveralorganisations,includingMTN,SABMiller,
the Department of Home Affairs and the Johannesburg
Roads Agency;
• HR Standards presentation to the petroleum
companies by invitation of the South African
Petroleum Industry Association;
• HR Standards in-house workshops at the Auditor-
General and Bytes Technologies;
• HR Standards, Competencies and Ethics workshop for
HR Managers from four African countries;
• Anothergroupof20HRAuditorstrained,therebygrowing
the pool of auditors to 128;
• Signing of a Memorandum of Agreement between
SABPP and Harambee Youth Employment
Accelerator to advance youth employment
culminating in mock interviews conducted with the
youth by SABPP members on Mandela Day;
• Positive meeting with the National Association of
Persons with Physical Disabilities of South Africa to
promote the employment and development of persons
with disabilities;
• SABPP partnering with Investment Solutions and the
Collaborative Stakeholder Movement to advance job
creation in South Africa;
• Leisure Options being certified after a successful audit
against the National HR Management System Standard;
• Meetings with alliances such as IMPSA and Executives’
Global Network;
• Future of HR Summit as well as the Rising Stars Awards;
• Training Providers Forum to share trends and
developments with learning providers.
Celebrating the 3rd Year

BOARD DESK .
On 17 September, the 3rd Annual HR Standards Roll-out takes
theNationalHRStandardsJourneytoanewlevelofsignificance.
Not only do we continue on this multiyear HR Standards journey,
but we also, as in every year, step up and add new outputs to the
achievements of the previous year as the HR Standards journey
unfolds. This year we bring you the framework within which a
National HR scorecard, Board and operational HR reporting will
be developed, enabling you to measure the bottom-line impact
of HR on your organisation. This three year HR Standards
journey has now reached a level of integration and alignment
so much so that the three dimensions (standards, audits and
metrics) now form a synergistic approach to raising the bar
on HR excellence in the workplace that extends the impact of
HR work beyond the realm of internal HR practices to national
significance. We also want to welcome our keynote speaker Dr
Chris Andrews, HR Executive at Bond University in Australia, to
address us on HR Audits based on his PhD dissertation. Other
highlights include case studies of the first two companies
audited, namely Telesure and ATNS, a talk by one of the top
motivational speakers in South Africa, Thebe Ikalafeng and a
presentation by Leslie Sedibe, CEO of Proudly South Africa.
For more information about the National HR Standards and
HR Audits against the Standards or an in-house presentation,
contact SABPP on hraudit@sabpp.co.za or (011) 045 5400 or
visit our website at www.sabpp.co.za Daily updates and news
are also available via Twitter @SABPP1.
The National HR Standards Journey (2013-2015) has been an
unprecedented success with many different milestones along
this exciting journey. I want to thank all participants of the
HR standards journey for their continuous support, but I also
want to invite newcomers to join us on 17 September. The 3rd
Annual HR Standards Roll-out will now build on the successes
achieved, and take the HR profession forward in the 2016 – 2020
era. We hope to meet many of you at this prestigious event, the
annual highlight on the SABPP calendar.
I want to thank all HR teams for inviting SABPP to your offices,
we really enjoy interacting with you at your workplaces. I also
appreciate your participation in my LinkedIn group discussion,
Marius on Monday, and those of you who follow me on Twitter @
MariusSABPP. I hope you have a successful month of August.
Marius Meyer
CEO: SABPP
Staff profile
The SABPP’s new Marketing
Intern, Tammy Nicholson
Firstly, I would like to thank the SABPP for this great opportunity.
When I saw the advertisement for this position, I knew that this
is the kind of company that I would like to work for. As I studied
Communication and did my honours in Communication for
Social Change, my passion lies with communication relations
within the NGO/NPO sector. As marketing formed part of my
degree in Communications, I decided to apply for this position
with the hope that I can gain more experience in my field. So
far I have learned a lot and already formed part of the SABPP
family. I know that I will prosper in my time here and get
exposed to great people and opportunities. I look forward to my
journey with the SABPP and hope that this relationship will be
mutually beneficial and grow into much, much more.
BEING UP TO DATE WITH THE TIMES
ALWAYS WINS!
REGISTER NOW!

3rd Annual National HR
Standards Roll Out 2015
Dr Chris Andrews,
Bond University, Australia
Topic: Keynote Address: Organisational
Effectiveness: The role and benefits of
HR Auditing
Adv. Leslie Sedibe, Proudly South African
Topic: Building a proudly South African Company
Thebe Ikalafeng
Topic:You are the Standard
Terry Booysen, CGF Research Institute
Topic: Strategic trends and HR’s role in Governance
Prof Theo Veldsman, UJ
Topic: HR Metrics: the Next Dimension
AndSpeakersInclude:
Top
Motivational
Speaker
International
Speaker
Case Studies on companies audited
on the 13 National HR Standards
+ Earn 2 CPD Points
Thursday, 17 September 2015
Sandton Convention Centre,
Johannesburg
Participation fee
R 4 999 ex VAT (non-members)
R 3 999 ex VAT (SABPP and HR Future members)
To book contact
sariev@sabpp.co.za or 011 045 5415
Hosted by

FEATURED
FEATURE ARTICLE .
Ethical
Remuneration
for Women
Gender pay inequality may still be a predominant challenge
worldwide since women are still underpaid in comparison
to their male counterparts. The years 2013 to 2015 ushered
Equal Pay for Work of Equal Value in South Africa with national
legislation being enacted to finally address pay disparities
through employment equity amendments. Despite the race to
achievethe50/50millenniumgoalfortheNationalDevelopment
Plan to achieve gender parity, South Africa has fallen short.
Ethical remuneration for women therefore focusses on gender
pay inequality, how to bridge that gap and compliance with
legislation and policies.
According to the latest tax statistics published by the South
African Revenue Service, women earn nearly a third less than
men on average in South Africa. In 2013, the average taxable
income for women was R193 908 a year, or about R16 000 a
month. On average men earned R254 347 a year, or about
R21 000 a month (Grant, 2015). Women’s representation
in parliament in South Africa dropped from 44% in the 2009
elections to 40% in the 7 May 2014 polls, while representation
of women in provincial legislatures dropped from 41% to 37%
(South Africa Misses the Mark on Women in Politics, 2014).
According to Forbes (2015) the statistics of women in roles
of power and influence in the United States, as of January
2015, includes 10 women as heads of state; 14 women as
heads of Government; 23 women holding CEO positions and
197 women billionaires out of the 1826 global billionaires. In
South Africa 16% of Executive board members are women in
JSE-listed companies compared to 10% in 2013 (PwC Executive
Remuneration Report, 2015).
Presently millennials who are women aged between 20 and
35, or better known as Generation Y, are earning the same
as their male counterparts because they are afforded equal
opportunities. Young women are also actively choosing or are
encouraged to choose high paying sectors or male dominated
fields such as engineering, finance and information technology,
unlike before. Women are also encouraged to negotiate
their pay increases and pitch higher but within reason and
defendable terms.
Bridging the gender pay gap is not only about addressing past
issues, it is also about more women on board since recent
research indicates a high percentage of women in senior levels
tend to outperform those with lower percentages. Capturing
the value of talent in South Africa means that organisations
will have a competitive workforce with a subtle balance of both
genders. Ethical remuneration for women then calls for robust
policies in organisations aligned with Equal Pay for Work of
Equal Value legislation and a plan to address inequalities that
may have arisen due to legacy issues or other reasons.
But in the end it is women who need to catalyze change and
learn to grow in areas where they were previously denied or
had no experience. The limited number of women who advance
as Judges can be attributed to the low number of women legal
practitioners in comparison to their male counterparts (Mbete,
Multi-Party Women’s caucus Workshop, 2015). Women must
therefore call for tough assignments to get them noticed.
According to a United Nations fact sheet, women spend one to
three hours more than men a day on housework, and two to 10
times more a day caring for children, old people or the sick.
This work is generally unpaid (Grant, 2015). In order for ethical
remuneration for women to take life, first it must be embraced
by women to break free from traditional thinking, stereotypes
and past practices. Only then can the rest of the world be
convinced to embrace ethical remuneration for women.
Advocate Nasreen Dawood is an Executive Director at 21st
Century and a member of the SABPP’s Ethics Committee.
011 447 0306
ndawood@21century.co.za
www.21century.co.za

Subscription
to corporate
governance
framework
(CGF) materials
through SABPP
membership
The Corporate Governance Framework Research Institute, in
partnership with the SABPP, offers access to its intellectual
capital to SABPP members.
In order to offer this material, the SABPP has entered into
a Service Agreement with the CGF Research Institute at a
monthly fee. Therefore, the SABPP will charge members a
small fee to contribute towards covering this cost.
To request this subscription, please email hrri@sabpp.co.za
PROFESSIONAL SERVICES .
PROFESSIONAL SERVICES
Member
Benefits
Get help with your everyday issues. SABPP has an
alliance with HR Forum which offers a FREE email
group-based help line for the sort of tricky issues that
come up daily.
Topics covered in the past month or so included:
• Where to find someone who can help externally
facilitate conflict between the CEO and his PA
• TB as an occupational disease.
You send in your query, it gets made anonymous by the
Forum facilitator, and circulated to members, who then
come back (very quickly usually) with good advice based
on solid experience.
HR FORUMCLICK HERE TO REGISTER
Members can subscribe:
• to gain access to a specified page on the SABPP website,
whichcontainsmaterialpublishedbyCGFsinceJune2014
ongovernance-relatedarticles,executivecommuniques,
executive reports and which will be updated monthly;
• to qualify for 10% discount on CGF related conferences.
The fee to members (which is separate to the SABPP
membership renewal fee, and will be invoiced
separately) is:
• R2000(plusVAT)permemberperannumiftheinvoiceis
to be paid by the employer;
• R1000(plusVAT)permemberperannumiftheinvoiceis
to be paid personally by the member.
(The normal cost of this material to organisations is R10 000
plus VAT per month)
The value in this subscription lies in access to corporate
governanceknowledgewhichcan:
• add to your business acumen and therefore credibility in
the organisation;
• equip you to develop as a Director in any type of
organisation (this could help you with leadership
development opportunities in, for example, NGO’s or
subsidiaries of larger companies);
• build your skills to ask informed questions, empowering
you to challenge governance issues at the top level.
In addition, the subscription opens the opportunity to your
organisationtotakeoutasubscriptiontotheentireCGFBody
of Knowledge® at the following advantageous offer:
• Waiver of the entry fees normally p
• aid by organisations, amounting to R90 000.

Congratulations to our member Frank de Beer, and Board
member, who has published an academic article on a very
important issue:
Human Resources
managers as
custodians of
the King III code
Abstract:
The objective of this research was to perform an exploratory
study on the knowledge and understanding of the King III code
among Human Resources (HR) managers in South African
companies. The King III code is a comprehensive international
corporate governance regime which addresses the financial,
social, ethical and environmental practices of organisations.
HRmanagementplaysaroleinmanagingcorporategovernance
by using the King III code as a guideline. The main research
questions were: Does HR management know, understand,
apply, and have the ability to use the King III code in terms
of ethical decision-making? What role does HR management
play in corporate governance? A random sample of available
HR managers, senior HR consultants and HR directors was
taken and semi-structured interviews were conducted.
The results indicated that the respondents had no in-depth
knowledge of the King III code. They did not fully understand
the King III code and its implications nor did they use it to
ensure ethical management. The themes most emphasised
by the participants were: culture, reward and remuneration,
policies and procedures and performance management. The
participants emphasised the importance of these items and
HR’s role in managing them.
SAJEMS NS 18 (2015) No 2:206-217.
http://www.sajems.org/index.php/sajems/article/view/769/539
If you are in the same position as many of the participants in
Frank’s study, that is, you have no in-depth knowledge of the
King III Code, you should purchase the SABPP publication via
an order form or email us at sales@sabpp.co.za
PROFESSIONAL SERVICES .
HR TODAY
SA BOARD FOR
PEOPLE PRACTICES
DAILY NEWS
FOLLOW OUR BLOG
www.hrtoday.me

T H E K E Y TO SU CCE S S L I E S I N SHAR I N G I T.
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Professional Provident Society Multi-Managers Proprietary Limited (“PPS Multi-Managers”) (28733) and
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At PPS, we know professionals – and we know what they
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That’s why so many of you have trusted PPS Investments
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INVEST ONCE
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HRRI
Published by Knowledge Resources
Knowledge Resources has generously made a 12
month free subscription to this valuable on-line journal
available to SABPP registered professionals.
SIGN UP
hrri@sabpp.co.za
Building
the Agile
Organisation
Published by KNOWLEDGE RESOURCES
A fundamental question organisations must ask themselves
is: If your markets are changing, which they always are, what
can you do to stay ahead? In a word, you cultivate agility,
which is adaptability with speed. This article commences
with an overview of what an agility advantage means for an
organisation, leading into a definition of an agile organisation.
The author suggests a logical view of conceptualising the
elements and characteristics of an agile organisation. He
also argues that leaders in the organisation must ensure that
cohesion and integration is created amongst all the elements
of an agile organisation.
Conrad Brand – inavit iQ leadership
READ MORE at www.humancapitalreview.org
Call for papers
SA Journal of Human
Resource Management
We are setting a new trend in 2015 by actively contributing to
the development, scope and professional image of the Human
Resources profession. The SA Journal of Human Resource
Management seeks to publish relevant HR research that is
peer-reviewed and of relevance to the practitioner, researcher
and policy-maker.
We are seeking research papers related and relevant to HR
management in various organisational settings, with a focus on
the management of people within organisations, emphasising
best practices policies and systems.
If your research fits this description and is aimed at the
improvement of business relationship structures within
organisations, we would like to receive your submission.
Topics of interest include:
• HR management (attraction, maintenance and retention
issues, practices and systems)
• Education, training and development issues and practices
• Compensation and reward issues and practices
• Performance management issues and practices
• Employment relations
• Talent management issues and practices
• Any other related organisational behaviour influences,
issues and practices
The SA Journal of Human Resource Management is a DoHET-
accredited and continuously expanding research journal, which
fosters interest within the South Africa arena and seeks to
understand the complexities surrounding HR practices across
various organisational types.
Submissions instructions
Visit the journal’s website at www.sajhrm.co.za which has a
fully detailed “instructions for authors” section to guide you on
contributing to the journal. Other relevant information about
the journal’s policies and review process can be found under
the “about” section.
HRRI .

TheLabourCourtinPortElizabethhasorderedaunionto
compensate the employer “for economic loss sustained
as a result of an unprotected strike”, following events
in 2013 where the union carried on with an unprotected
strike after it had been interdicted.
A comparative global guide to business transfers
(mergers and acquisitions), published by DLA Piper
with local firm Cliffe Dekker Hofmeyr, concluded that
the framework of South African employment legislation
makes it possible to conclude such a transfer within a
reasonable period of time and without incurring liability
if the procedures are followed. This gives the country’s
laws an A rating, meaning it is balanced and provides
protection and legal recourse for both the employer and
the employee during business transfers.
NOT AT THE CUTTING EDGE OF YOUR
HR Profession?
REFER A FRIEND
@SABPP1
JOIN THE DISCUSSIONS
#hrstandards
Information
snippets
In an important landmark judgement, the Western Cape
High Court has determined that no emolument order
can be issued without a court order, meaning that court
clerks can no longer issue attachment orders based
on affidavits from creditors. The order must be issued
from the magistrate’s court of the residential area of the
debtor, and that the magistrate, in deliberating on the
issue, must bear in mind the protection of the consumer.
The judge said: “Any court order or legislation which
deprives a person of their means of support or impairs
the ability of people to access their socioeconomic rights
constitutes a limitation of their right to human dignity”.
According to a study led by the University of Washington,
back pain is the second biggest cause of South Africans
losing productive years of their lives, second only to HIV.
HRRI .

Unisa Talent Management Conference
Unisa hosts its ﬁrst Talent Management Conference
from 7 to 8 September 2015 at Emperors Palace.
Theme: Leveraging Talent Management through Disruptive Innovation
Purpose: To encourage new ways of thinking and challenge the
status quo in talent management.
Programme: Sub-themes covering the total talent package (talent attraction, development, deployment
and retention); talent impact; business strategy and talent alignment; leadership for talent
optimisation; leadership bench strength; the talent-transformation relationship; big data
insights: a focus on talent analytics and the DNA of talent management implementation.
Outcome: Conference will provide a platform for professionals to collaborate, critically review the current
status of talent management in the world of work, share best practice talent management
strategies, debate the merits of talent management as a lever for disruptive innovation and
discuss how to move beyond the talent management strategy phase into implementation.
Contact Details
Web: www.unisa.ac.za/talentmanagement
Email: talentmanagement@unisa.ac.za
Tel: 012 429 6283
Talent
Management
Conference
Unisa
Chillibush2960Unisa
UPGRADE NOW !
Upgrade your SABPP
Membership
• Master HR Professional
(masters/doctorate + 5 years top level experience)
• Chartered HR Professional
(honours + 4 years senior level experience)
• HR Professional
(3 year degree/diploma + 3 years middle
management experience)
• HR Associate
(2 year diploma + 2 years’ experience)
• HR Technician
(1 year certificate + 1 year experience)
• Candidate
(qualification but no experience)
HRRI .

The staff from Fort Hare Business Solutions receiving their
SABPP accreditation.
10 eLearning
Design and
Development
Mistakes
Partnership
with PSeta
on designing
Assessment Tool
Towards the end of June 2015, SABPP engaged in discussions
with the ETQA Manager of PSETA, Mr Dumisani Sibuyi and
QCTO Specialist, Ms Neo Lesaoane, with regard to forming a
task team of developers, learning and development specialists
and public sector industry specialists.
This task team will be responsible for maintaining and
enhancing the relationship between PSeta and SABPP in order
to ensure that the delivery of several outputs are met.
Visiting Eastern Cape – East London
LEARNING AND QUALITY
ASSURANCE
SABPP Eastern Cape Provincial Chairperson, Mr Tonny Masha,
together with SABPP Constituent Assessor, Mr Anoop Bhramdav.
1. Not researching your LMS and Authoring tools
options beforehand.
2. Losing focus of your primary objectives and goals.
3. Creating verbose and cluttered modules.
4. Adding in irrelevant content for the sake of aes-
thetic appeal.
5. Underestimating the value of carefully crafted content.
6. Concentrating on graphic design instead of
course navigation.
7. Notutilizingemergingtechnologiesormultimediatools.
8. Integratingcontentthatdoesnotofferreal-worldvalue.
9. Using only one learning strategy.
10. Forgetting to incorporate assessment and
feedback tools.
- Christopher Pappas, October 2014
LEARNING AND QUALITY ASSURANCE .

Continuing Professional
Development Programme:
1. Woman Empowerment and Gender Equality
2. Changes and Amendments as made to Employment Legislation.
LEARNING AND QUALITY ASSURANCE .
Congratulations
to our newly
registered
moderators and
assessor
Moderators:
• Ms B van der Linde
• Ms N. Macpherson
• Ms Enih Annim
• Mr P Twynam
• Mr G Lategan
• Mrs S. Singh
• Mr Werner Boshoff
Assessor:
• Ms Gwen Attwel
Congratulations
to the training
providers now
accredited
with the SABPP
Academy of York:
Peniel Conferencing and
Management SA:
Continuing Professional
Development Programme:
1. Conflict Management and Emotional Intelligence
Job Analysis and Description, Job Evaluation and Goals
Short Course – Non-Credit Bearing
Professional Provident Society Insurance Co. Ltd.
PPS Coaching and Mentoring
LINKEDIN/SABPP
JOIN THE DISCUSSIONS

EVENTS
Events .
Corporate Governance
Framework® Workshop
12 August 2015 & 23 SEPTEMBER 2015
Randburg Towers Hotel & Conferencing, Cnr. Republic
Road & Main Avenue, Randburg, Johannesburg
3rd Annual National HR
Standards Roll Out
17 SEPTEMBER 2015
Sandton Convention Centre, Johannesburg
Framework®intervention
Maccauvlei Learning Academy
presents: HR Risk Workshop in
association with SABPP
14 October 2015
Birchwood Hotel, Viewpoint Street, Bartlett, Boksburg
Framework®intervention
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BE IF SOMEONE DIDN’T TELL YOU ABOUT
SABPP?

in association with saBPP
Maccauvlei learning acadeMy Presents
Time: 08h00 for 08h30-16h00
Venue: Birchwood Hotel, Viewpoint Street,
Bartlett, Boksburg, South Africa
Fee: R2 495,00 per delegate
(all inclusive)
• Collaboration and Networking
• Best Practice Benchmarking
• Practical Case Studies
• Understanding the latest HR Risks
• Collective Problem Solving
WHAT DO YOU GAIN?
Elizabeth Kumalo
• Explore the impact of PESTEL (political,
economical, social, technological,
environmental and legal) on HR
• Moral blindness in the ‘new’ South Africa
• Become a fox-driven game changer
• Lead and influence from a business
partner perspective
• Social media in the workplace
WHY ATTeND?
14October2015
sevenexpertcontributors
Michael Glensor
Clem Sunter
BooK now!
People are labelled as our biggest asset – let’s
explore the risks associated with HR through
key industry decision makers.
Mias de Klerk
Dawie Roodt
Kuseni Dlamini
Craig Rodney

industry news .
INDUSTRY NEWS
Accepting the
Changing Face of
HRM for Good
-Elsabe Bell, May 2015
The great irony of Human Resources Management (HRM) is
that it is people who govern and manage companies. Their
decisions make or break companies.
In the past, HRM has been viewed as a victim, capable of
administrative, rather than strategic objectives. According to
the CEO of SA Board for People Practices (SABPP), Marius
Meyer, these misconceptions are most likely what have led
to only 18% of CEOs feeling confident that they have the right
people in place to execute strategy. According to HCI Africa, this
is also why human capital is the biggest concern for CEOs and
the biggest risk in business.
While these statistics are factual, the truth of the matter is that
HRM is not predominantly concerned with ‘soft’ issues and is,
in fact, amenable to regulation.
HRM has, over a period of time, undergone a process of being
systematised and is effectively governed by broadly accepted
standards which address a number of barriers to profitability,
innovation, and good business.
Introducing standards
Modern developments in the field of HRM have laid the
groundwork for a process through which over 100 senior South
AfricanHRpractitionersfromawiderangeoforganisationshave
contributed to the development of the SABPP National HRM
System Model and Standard. This process of development and
the subsequent roll-out of the Standards has been facilitated
by HR Future in partnership with the SABPP. This partnership
has resulted in setting HR standards which have successfully
professionalised the practice of HRM, raised the quality of
work in HR functions and continually improved the standards
in relation to evolving market and social requirements.
The resulting industry consensus on the purpose and process of
HRM is precisely what is required to tackle such dire situations
whereby only 13% of employees worldwide are actively engaged
in business strategy, and an astounding 5% actually understand
it. Not only does this combat negative results, but it also actively
improves on positive activities, such as profitability. We have
already seen proof of effective HRM on profitability, where
the average ROI on wellness programmes is 300%, engaged
employees outperform others by 202%, and those companies
with good HR practices are 105% more profitable.
For business sustainability and growth we can therefore
observe how essential it is that effective HRM methodologies
be encapsulated in widely accepted standards and that
organisations have an assurance that such standards will be
applied in their environment. Moreover, inconsistencies within
HRM practices and across sites, business units, companies,
and industries must be (and can be) eradicated.
Toputitsimple,everycompanymusttalkthesameHRlanguage.
For this reason, it is best that the dissemination of HR best
practice starts at an educational level. The standardisation of
HR definitions will help to ensure that educators at universities,
for instance, are all teaching an approach to topics, like talent
management, based on agreed concepts, methodologies, and
principles. This will give organisations confidence that the
HR practitioners they employ, have the ability to make them
competitive, both in terms of achieving ‘preferred employer’
status and in the execution of business strategy.
Measuring the standards
With these tangible and achievable standards comes the
ability to measure. Companies are in the position where they
can assess their current situation, determine improvement
objectives, implement actions to meet these objectives and
then measure the results.

The benefits of measuring and reviewing this data are
numerous. Auditors can identify what, where, and how to
improve a company’s efficiency and profitability by helping upper
management to better understand their own HR systems. In
addition, management, as well as shareholders, suppliers, and
financial auditors, will know that the human capital risk in their
organisation is understood, and effective systems (controls) are
in place to manage them.
The South African context
In the context of such sweeping benefits, South Africa is
underperforming to the extent that it is said to be ‘rushing
to the bottom’, in terms of IRO HR standards. This is hardly
surprising, with strikes costing South Africa R200 million+ per
day and a collective loss of R12 billion a year to absenteeism.
Globally, we rank:
48th out of 57 countries on skills shortage, brain drain, and
discrimination (Finnemore, 2009)
113th out of 144 countries on labour market efficiencies (WCR, 2013)
143rd out of 144 countries on rigid hiring practices (WCR, 2013)
148th out of 148 countries by IRO of employer-employee
cooperation and labour peace (Sharp, 2014).
Although South African organisations prefer to invest more in
IT and other activities than in HRM, executive concerns about
competitiveness has forced them into an awareness. This
awareness extends to the fact that an inadequate HR function
is a barrier to innovation, that the use of standards can improve
effectiveness and drive change and innovation and that these
standards are the key to improving the consistency and quality
of employees who in turn impact profitability.
Slowly, South African companies are putting their houses in
order through the help of SABPP, who facilitate Standards
Workshops. In addition, many HR Specialists have stepped in,
offering presentations and workshops for their clients, using a
variety of resource materials designed to help them implement
the standards that are being put in place by the industry.
Digitising HRM solutions
In a rapidly digitising world in which business analysts predict that
every industry will be digitally transformed, the easiest way to
implement HRM standards will be through relevant technologies.
In general, modern technology allows companies to save time,
money, and effort. Digital solutions amplify such benefits
exponentially. This ensures that decision makers get the right
data at the right time, creating game changing efficiencies.
In the context of HRM, everything from payroll to talent
management can be made more streamlined and coherent with
the use of well-designed software and purpose driven business
processes maps.
Digital workforce planning and analytics tools, for instance,
enables companies to visualise data, perform hierarchy-driven
forecast trends, and align trend and talent movement.
In spite of executive resistance, driven largely by a lack of
understanding of just how profoundly effective HRM could be
in transforming their business, the face of HRM is changing in
principle and implementation and not a moment too soon.
For the momentum of this change to be maintained, more
organisational sources have to be funnelled into HRM, under
the precise guidance of the new standards. HRM, through years
of development, has developed a distinct and authoritative
voice, and it is abundantly clear that in order for companies to
benefit they need to listen at board level about what needs to be
achieved and how, and learn from the explicit commentary on
the achievement of progress.
Elsabe holds a master’s
degree and has more than
20 years’ experience in
the HR field. She worked
with large enterprises,
multinational companies
across various industries
as well as at all levels
within organisations. She
belongs to professional
bodies such as SA Board
for People Practices,
American Society for
Training and Development, NeuroLeadership Group and
Institute for Coaching Federation. Elsabe is also a Master
HR Professional with the SABPP, Qualified Facilitator, and
Assessor, Moderator, HR Standards Auditor and a Coach. She
is currently a HR consultant for Britehouse.
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industry news .

STUDENT CHAPTERS
STUDENT CHAPTERS .
Walter Sisulu
University
Student Chapter
does it again!
Congratulations to the SABPP HR Student Chapter at Walter
Sisulu University who registered 23 additional student
members in the month of July. The Walter Sisulu University
Student Chapter now has 67 students registered.
- Management Studies Lecturer, Mrs. Sindiswa Majova,
receiving the students’ certificates.
Top 5 Universities: Student
Registrations for June 2015
Walter Sisulu University:
22 Students registered
Fort Hare University:
University of Free State Bloemfontein Campus:
North West University Vaal:
Central University of Technology:
Meet the target of 50 registered student members and
form a SABPP HR Student Chapter at your university
and kick start your career! Contact the SABPP students
office on students@sabpp.co.za.
Struggling to find a bursary?
Keen to study but just don’t
know where to look for financial
aid? This is just the app for you!
Students, here is something to
help kick start your career. A
smartphone application to help
you source bursaries at a click of
a button!
SAScholar app, developed by Nelson Mandela Metropolitan
University alumni, will allow students and under/post
graduates to access bursaries worth more than one billion
rand by simply downloading the application.
Combining an undergraduate student studying towards a
Bachelor of Science degree in biochemistry and microbiology
with a student studying towards a Master’s degree in Computer
respectively, Tafadzwa Kachara and Blessing Jonamu, both
Post Graduate students at the NMMU University say that the
idea to create this application came as a result of struggling to
directly source bursaries specific to their qualifications.
This application is a database that holds over 7000 bursaries
offered within South Africa and allows for students to create
personalised profiles consisting of details such as their age and
current or intended qualification for which they plan to study
towards. The app will match their qualification to applicable
and relevant bursaries available in the database. Users can
save their searches for relevant bursaries and the application
will automatically notify the user on when the saved bursaries
are reaching their deadlines.
Here is a faster and simplified way to kick start your studies and
your career. Check out www.sascholar.com for more information.
- Derisha Pillay

ARE YOU READY TO
START A 4 YEAR
JOURNEY TO BECOME
A TEACHER?
[ WHO ARE WE LOOKING FOR? ]
Young people between 18-30 who are interested in becoming TEACHERS in the foundation phase
(Grades 1-3) and intermediate phase (Grades 4-6) in your district, Thabo Mofutsanyana.
[ REQUIREMENTS ]
• Matriculated after 2008: Bachelors Degree pass and over 50% in English.
• Matriculated before 2008: Exemption Pass and over 50% in English.
• Currently in matric: Grade 11 examination with over 50% in English and 3 other subjects
(excluding Life Orientation)
HOW TO
APPLY
Harambee, a youth
employment accelerator,
will help!
[ HOW TO SUCCEED ]
• Commit to this programme for 4 years
• Meet the requirements
• Love teaching and working with young children
• Work hard
[ WHAT YOU COULD GET ]
• A bursary to study for a B.Ed part-time
through UNISA
• A mentor to guide you through the journey
• Part-time work experience at a school!
teachers@harambee.co.za
(Full name, ID number, Mobile number)
Email:
078 155 6115
Send a Please Call Me to:
OR
Thank you to
the following
universities for
their applications :
• Vaal University of Technology
• Cape Peninsula University of
Technology
• University of Western Cape
• North West University
Potchefstroom
• University of Venda
• Rhodes University
• University of Limpopo
STUDENT CHAPTERS .
AND GET ACCESS TO THE BENEFITS
Kick start your HR
professional career with
SABPP
Email
Registration Form
MORE INFO
students@sabpp.co.za
hrvoice.co.za/Students/register.pdf
hrvoice.co.za/Students/info.pdf
GET STARTED
TODAY
JOIN NOW

SABPP_newsletter_August_2015

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